In a recent training session, all members of the Management Team agreed that the top issues currently facing GUC are attracting, developing, and retaining employees. In response, several efforts are underway to help build and strengthen our most important resource – our employees.  

Pay Raises 
In April, the GUC Board of Commissioners approved a 2.5% market wage increase for all employees effective July 1st. They also approved fully funding the Merit Pay Program for employees in Fiscal Year 2022-23, which allows for raises up to 2.5% or 5%, depending upon performance and on where employees are in their position’s pay range at the time of annual review. 

In addition, the Board approved a 2.1% salary structure adjustment. That means the minimum and maximum pay range for each position is being raised by 2.1%, so eligible employees could see this increase if they are at or near the top or bottom of their pay range. The mid-point will be recalculated accordingly.  

These changes are pending overall budget approval on May 19th by the GUC Board of Commissioners and on May 23rd by the Greenville City Council.  

Pay Study 
Every 10 years, GUC and the City of Greenville conduct an evaluation of our pay plan to ensure we are paying our employees at the market value. This process compares 76 positions in our organization against the same or similar positions at 20 similar organizations.  

Segal, GUC’s consultant who specializes in these studies, is working on a study right now and we expect to get the initial results back this summer. Adjustments to the plan could come as early as this fall. Funds to make the recommended adjustments have been included in the Fiscal Year 2022-23 budget. 

Comprehensive Compensation Statements 
The value of your compensation may not always be obvious.  What many of us may not realize is that GUC provides employees with compensation in ways other than a paycheck.  

Compensation also includes incentives and benefits such as insurance, vacation, and retirement. Knowing how much you are being paid depends on knowing how much those items are worth and how much GUC contributes towards each.  

In May, Human Resources will send comprehensive compensation statements through the mail to each employee, detailing not only the value of each incentive and benefit, but also how much employees pay versus how much GUC pays for those benefits. Keep an eye on your mailbox at home for your comprehensive compensation statement.  

Leadership Development 
Another hidden benefit we may not always think about is that GUC invests in our growth. Recently, GUC started putting employees through a leadership development program that will train all employees to lead from wherever they are in the organization. This project is one of the most expensive investments GUC has ever made in its employees and will address the development of people in supervisory roles in the organization to help them develop as leaders. Those who are not in leadership positions will also receive training to help them understand how to lead and influence those around them.  

In the end, we should end up with more effective leaders and co-workers to help make GUC one of the premier employers in the east. If you’d like more information on this program, please refer to the article in the March edition of Spotlight.